Using 360°S to Measure Coaching Efficacy
The requirement to more objectively
measure the effectiveness of coaching
as a leadership development initiative
has been well documented.
The use of the 360-degree feedback
tool in organisations is becoming
more popular as a means of helping
leaders develop insight and awareness
about their management and
leadership behaviours for purposes of
performance management, leadership
development and, increasingly, to
measure the efficacy of coaching
interventions (references).
In this case study, the authors
examine the case of a middle level
manager who was recommended for
executive coaching. Informed consent
was obtained from the subject whose
name has been changed to protect her anonymity
measure the effectiveness of coaching
as a leadership development initiative
has been well documented.
The use of the 360-degree feedback
tool in organisations is becoming
more popular as a means of helping
leaders develop insight and awareness
about their management and
leadership behaviours for purposes of
performance management, leadership
development and, increasingly, to
measure the efficacy of coaching
interventions (references).
In this case study, the authors
examine the case of a middle level
manager who was recommended for
executive coaching. Informed consent
was obtained from the subject whose
name has been changed to protect her anonymity
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The Art & Science of Employee Exit Surveys
Within this case study we explore the impact of the RoleFit Employee Exit Survey System- Career Transition System (RoleFit CTS) at a leading financial service provider in Southern Africa (referred to as ‘the Client’). The Client was established in South Africa in the 1950s and has expanded across Africa. In 2016, when Omnicor first engaged with this Client, the organisation comprised of plus minus 9 800 employees, a substantial workforce requiring impactful Human Capital strategies, practices and processes. The key to this organisation’s approach to human resources was and is the acknowledgement that an engaged workforce is an enabler of their long-term success. With this acknowledgement, the engagement and satisfaction of their Financial Advisors, a pivotal role within their organisation, was identified as the lifeblood of their organisation and their aim was and is to ensure the retention and engagement of these individuals.
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Internship Reflections – Learning with Heart by Nokwethemba Simelane
As an Omnicor intern I am often afforded the opportunity to be involved in different projects and exposed to various clients. Recently, I was able to partake in the implementation of a Talent Engagement Survey (TES) for one of our clients. This project required field workers to assist in driving survey completion rates at the client’s site, a role which I took on. I learnt a lot from this process and with this article I would like to highlight some of these lessons and reflect on my personal experience.
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